The document discusses employee comment on performance appraisals. It provides an overview of common pricing models for performance appraisal software, including pay-per-user, pay-per-employee, and pay-per-appraisal. Price ranges are given for each. The document also outlines several common performance appraisal methods like ranking, rating scales, checklists, critical incidents, essays, and behaviorally anchored rating scales. Finally, it lists additional topics related to performance appraisals that are available as downloads.

1. Employee comment on performance appraisal
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I. Contents of getting employee comment on performance appraisal
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If he had, perhaps he would have amended his definition to someone who, frustrated with
combing the internet for information to base their software budget on, knows the value but can’t,
for the life of them find the price of what they need.
Figuring out just what you’ll need to pay for a good performance management solution can be an
exercise in frustration, obfuscation, and “request a price quote” buttons that will turn even the
most sunny optimist into a jaded software cynic.
So to save you the trouble I’ve done your search for you, and put together the most likely
performance appraisal software cost ranges, pricing models, and example vendors for each.
1. Pay-Per-User
With this model you’ll be paying a monthly fee for each “user” on the system. Typically
performance appraisal vendors define a user as any employee that is registered on the software,
though inactive employees are often not counted. Many times this model will also include a
setup or implementation fee, and training or support can be extra.
Price Range: $3-$10/user/month, with setup fees in the $800-$1,500 range.
Performance software with this pricing model:

2. TriNet Perform
Trakstar
Appraisd
2. Pay-Per-Employee
The main difference between this model and the pay-per-user model, is that here you will pay for
an employee whether they are registered in the system or not. This is usually compensated for
by lowered per-unit pricing but these solutions may still have one-time setup fees or extra costs
for support and training. Higher employee numbers also typically results in a lower cost-per-
employee.
Price Range: $1.50-$5/employee/month, implementation fees can range from $800-$2,000 one
time.
Performance software with this pricing model:
ManagetoWin
Reviewsnap
WorkForceGrowth
3. Pay-Per-Appraisal
This model is less popular than the above two, but nonetheless is used by a fair portion of
software vendors, sometimes in conjunction with one of the above main pricing schemes. This
typically involves paying one-time for individual or packs of employee evaluations. Rarely are
there setup fees with this model and, as the number of appraisals purchased increases, the per-
unit cost goes down.
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III. Performance appraisal methods

3. 1.Ranking Method
The ranking system requires the rater to rank his
subordinates on overall performance. This consists in
simply putting a man in a rank order. Under this method,
the ranking of an employee in a work group is done
against that of another employee. The relative position of
each employee is tested in terms of his numerical rank. It
may also be done by ranking a person on his job
performance against another member of the competitive
group.
Advantages of Ranking Method
i. Employees are ranked according to their performance
levels.
ii. It is easier to rank the best and the worst employee.
Limitations of Ranking Method
i. The “whole man” is compared with another “whole man”
in this method. In practice, it is very difficult to compare
individuals possessing various individual traits.
ii. This method speaks only of the position where an
employee stands in his group. It does not test anything
about how much better or how much worse an employee
is when compared to another employee.
iii. When a large number of employees are working, ranking
of individuals become a difficult issue.
iv. There is no systematic procedure for ranking individuals
in the organization. The ranking system does not eliminate
the possibility of snap judgements.
2. Rating Scale
Rating scales consists of several numerical scales
representing job related performance criterions such as
dependability, initiative, output, attendance, attitude etc.
Each scales ranges from excellent to poor. The total
numerical scores are computed and final conclusions are
derived. Advantages – Adaptability, easy to use, low cost,
every type of job can be evaluated, large number of
employees covered, no formal training required.
Disadvantages – Rater’s biases

4. 3. Checklist method
Under this method, checklist of statements of traits of
employee in the form of Yes or No based questions is
prepared. Here the rater only does the reporting or
checking and HR department does the actual evaluation.
Advantages – economy, ease of administration, limited
training required, standardization. Disadvantages – Raters
biases, use of improper weighs by HR, does not allow
rater to give relative ratings
4. Critical Incidents Method
The approach is focused on certain critical behaviors of
employee that makes all the difference in the
performance. Supervisors as and when they occur record
such incidents. Advantages – Evaluations are based on
actual job behaviors, ratings are supported by
descriptions, feedback is easy, reduces recency biases,
chances of subordinate improvement are high.
Disadvantages – Negative incidents can be prioritized,
forgetting incidents, overly close supervision; feedback
may be too much and may appear to be punishment.
5. Essay Method

5. In this method the rater writes down the employee
description in detail within a number of broad categories
like, overall impression of performance, promoteability
of employee, existing capabilities and qualifications of
performing jobs, strengths and weaknesses and training
needs of the employee. Advantage – It is extremely
useful in filing information gaps about the employees
that often occur in a better-structured checklist.
Disadvantages – It its highly dependent upon the writing
skills of rater and most of them are not good writers.
They may get confused success depends on the memory
power of raters.
6. Behaviorally Anchored Rating Scales
statements of effective and ineffective behaviors
determine the points. They are said to be
behaviorally anchored. The rater is supposed to
say, which behavior describes the employee
performance. Advantages – helps overcome rating
errors. Disadvantages – Suffers from distortions
inherent in most rating techniques.
III. Other topics related to Employee comment on performance appraisal (pdf
download)
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